Every organization has a culture. It’s the collective personality of the people who represent you, and/or the owner and leadership, on a daily basis. As such, it’s a blend of behavior patterns that either draw people in or push them away. In short, every culture has some appeal, some cracks, and some rough edges.
So how do you patch the cracks and smooth the rough edges? You ask a few simple questions:
Have we (everyone in the organization) lost sight of our primary purpose?
What’s our identity?
How well do people know and relate to your guiding principles?
Can we deliver what we’re being asked to do?
Does our behavior – what we do – confirm we have an effective work ethic?
Are our recognition and reward systems aligned with what we want?
Once you’ve answered these questions, you’ll have a sense of cultural health.
Read the article and then reach out us to get some insights on your own situation. A few moments with us will provide you insight and clarity for your next steps forward. Contact Us
Business value is tied to performance. Top talent, strategic vendors, and creditors will be influenced by the organization’s competitive advantage in the marketplace. Traditionally, transitions generally bring with it a drop in profits. It is crucial that your business is operating at peak performance in order to fulfill cash flow needs and expectations during times of transition.